Advice and support
Find out more about the support available to you.
- Access to Work
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is a publicly funded employment support programme that aims to help more disabled people start or stay in work. It can provide practical and financial support if you have a disability or long-term physical or mental health condition. Access to Work can help pay for support you may need because of your disability or long-term health condition.
Access to Work need to be made by the individual. The application process requires information from the employer, which should be obtained through their manager.
- Business Disability Forum
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The University is a member of Business Disability Forum (BDF), a not-for-profit organisation focused on improving disability equality and inclusion in employment and business. They have a range of resources, including reasonable workplace adjustments and condition and disability specific information. All staff have access to their Knowledge Hub by .
Managers and HR can contact BDF confidential .
Email: advice@businessdisabilityforum.org.uk
Telephone: +44 20 7089 2400
- Estates and Facilities
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If recommendations for physical adjustments are made, contact SEF, who will assign a Project Manager to assist in the adjustment of the workplace and/or facilities within the building.
As these adjustments are part of a Workplace Adjustment, it will be the responsibility of the department to arrange funding with their Finance Business Partner. There is a small EFM budget which deals with improvements around the wider campus.
If the workplace adjustment relates to adjustments of furniture or layout, a request can be made to SEF who will be able to facilitate the order of new furniture and make the necessary changes to the layout.
Contact the Service Desk for any request. SEF will support you in identifying solutions and completing any work.
If the adjustment relates to disabled parking or transport, you can get support from the Transport Office.
- Finance and Procurement
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The Purchasing Goods and Services webpages include information about which will signpost them to the relative Procurement support.
All purchasing must follow the guidance in the Purchasing Goods and Services Guide.
Where it is known the equipment is available for managers to purchase, this can be carried out locally on Purchasing cards or through Administrative Teams.
Buyer’s Toolkit – How to find the right supplier
If you require further support, please contact financeservicedesk@sussex.ac.uk.
Where adjustments are short term, ensure that equipment purchased can be stored for future use.
- Health and Safety
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Personal Emergency Evacuation Plans (PEEP)
A Personal Emergency Evacuation Plan (PEEP) is an individual’s plan for someone who may require extra help in the event of an emergency building exit. The individual may require help, guidance or special equipment in order to evacuate rapidly and safely to a place of relative safety.
Staff who would have difficulty quickly and safely exiting the building or making their way to a relative place of safety require a PEEP; this can include staff who have mobility, hearing, sight or cognitive impairments however this list is not exhaustive. It is important to note a temporary condition may prompt the creation of a PEEP.
Contact the Health and Safety Team who will meet with the staff member and manager to develop a PEEP. Email: peeps@sussex.ac.uk
Display Screen Equipment (DSE)
DSE users are colleagues who use a computer, laptop, tablet or smartphone to complete their work tasks for a significant part of their day, continuous periods of an hour or more.
DSE users will need to complete a DSE Self-Assessment on the Health and Safety webpages, and share the assessment with their manager once completed.
If staff require additional support and advice for underlying health conditions and impairments, disabilities, long-term musculoskeletal injuries, muscle or joint problems that impact them when using a computer, they may need to be referred to Occupational Health by their manager.
Risk Assessment
Managers can utilise the University’s risk assessment template and guidance where risk assessment is required within the workplace adjustment process. Both documents are available on the Health & Safety A to Z webpage.
The Health and Safety Team can offer support on the risk assessment process by contacting the team directly via email: healthsafety@sussex.ac.uk.
- Human Resources
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Managers can seek advice from their Assistant HR Business Partner when considering workplace adjustments for disabled members of staff or job applicants. Your Assistant HR Business Partner will have experience of a range of workplace adjustments and can point you towards further information and advice.
- IT Services
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If the workplace adjustment relates to assistive technology (hardware and/or software) then you can get support from IT Services. ITS will support you in identifying, sourcing and implementing solutions. In the first instance you should contact the IT Service desk.
Further information:
ITS Digital Accessibility Webpage includes information on assistive software and PCs.
with examples and information about access to software, aimed at teaching staff but available to all staff.
- Occupational Health
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The manager should assess the need for seeking advice from the University's Occupational Health service on a case-by-case basis. In situations where the required workplace adjustments are clear and straightforward, a referral to Occupational Health may not be necessary.
If there is uncertainty regarding the individual's disability, the consequent disadvantage suffered, or the appropriate adjustments required, seeking an assessment and recommendations from Occupational Health can be beneficial.
When Occupational Health advice is obtained, the manager should discuss the recommendations with the staff member to ensure a collaborative approach. The involvement of HR may also be appropriate in certain cases.
It's important to note that Occupational Health reports provide recommendations based on their assessments, but they do not determine the reasonableness or feasibility of the proposed adjustments within the specific workplace context. The manager, in consultation with the staff member and HR as needed, should evaluate the practicality, effectiveness, and affordability of the recommended adjustments within the workplace environment.
- Internal Resources
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Resource Description Carer Support Policies Policies and schemes to provide support to carers and parents. HR Policy and Guidance webpage Core HR policies, guidance and information. HR Ways of Working webpage Guidance to support teams and managers with hybrid working. Organisational Development Staff can access events and training supporting personal and professional development. Staff Networks аÄÃÅÁùºÏ²Ê¿ª½±½á¹û can provide staff with access to peer support, the opportunity to meet with colleagues from across campus and get involved with network activities. Staff Wellbeing Hub We have a range of wellbeing resources and support available at Sussex. - External Resources
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Resource Description Workplace adjustments for staff with M.E. Workplace adjustments for staff with ADHD. Workplace adjustments for autistic staff. Workplace adjustments for dyslexic staff. Workplace adjustments and considerations for epileptic staff Interpretation of the Equality Act and how to arrange workplace adjustments. Information on the long term effects of COVID-19. Workplace adjustments for staff living with cancer. Workplace adjustments for staff with a mental health condition. Workplace adjustments for staff with multiple sclerosis. Workplace adjustments for blind or visually impaired staff. Workplace adjustments for Deaf/deaf or hearing impaired staff. Workplace adjustments for staff with HIV. Workplace adjustments for staff with arthritis.